A 7 page paper based on a 2006 case study provided by the student where the new Director is using strategy maps and a balanced score-card. The paper provides a SWOT analysis and an analysis based on Porter's five forces. Recommendations based on change theory are made. Bibliography lists 5 sources.
Name of Research Paper File: ME12_PGmnpwa9.rtf
Unformatted Sample Text from the Research Paper:
strategic mapping processes to the company. Due to intense competition, the company is experiencing a number of challenges including finding the right candidates, candidate loyalty, keeping existing customers and
gaining new ones. Worse, many of the managers in the company are not using the balanced-scorecard process. It is worse because it shows a breakdown in communication as well as
in change management. Manpower needs to standardize their processes so that every location is working towards the same vision using the same tools. SWOT & Porters Five Force
Analyses SWOT (Strengths, Weaknesses, Opportunities, Threats) Analysis (Nowell, 2009). Strengths: * Leadership of Varina Nissen and team led to 10 percent revenue increase and within budget expenses. * Collaborative
leadership : Varina and Scott * New strategic plan to meet changing market * Brand: Manpower Services (Australia) is second largest in country but their lead over the third company
is a mere 0.2 percent. * Using the balanced-scorecard is a strength and an opportunity because it allows the company to look at cause-and-effect relationships and to monitor progress.
The same is true for the strategy mapping process. * Manpower has a strategic plan. Weaknesses * Everyone in the company is not on-board with the Balanced-Scorecard plan *
Corporate culture does not. * Manpower itself is fragmented with different procedures being used at different branches. * The company needs a better way to handle their candidates *
They lack an "End to End solution" (Cuganesan, Ford and Khan, 2006, p. 21). * Processes, in general, are inefficient; this includes their use of technology. * High turnover.
Opportunities * The recruiting industry is forecast to grow by more than 60 percent between 2003 and 2008. This was true even though this is a mature market. * It